Accountancy firms and other professional service firms have long been competing in what has become known as the ‘war for talent’.
I’ve never liked this epithet but the only alternative one hears (the ‘battle for talent’) also sounds as if it belongs in a bygone era and is more relevant to the armed forces than to those providing professional services to their clients.
The war and battle descriptions reflect the difficulties that firms have in recruiting the people they need to provide the service they have promised to their clients. These recruitment needs may be a consequence of growth plans for the firm or merely an effort to replace professional staff who have left for pastures new.
I’ve interviewed and recruited many dozens of professional staff over the years. It seems to me that there are five key steps to getting the right people on board – and to stay.
1 – Beforehand – specifying the talents, skills and experience required. This requires more thought then merely assuming that you need to find someone who can fill the shoes of the person who has left. Remember too that the key criteria will probably change if work is reallocated after someone leaves and before someone new joins.
2 – Attracting the right people – whether you run ads yourself or you engage an agent, you need to identify and highlight those features, benefits and advantages of working at your firm that will make your vacancy more attractive than those in other ‘similar’ firms. What are the real differences? Do you know or are you going to make the same broad assumptions, promises and assertions that the other firms make re your firm’s atmosphere, approach, absence of long hours, work/life balance? What can you do to prove your assertions are based on fact?
I will outline the remaining three steps in subsequent postings over the next couple of weeks. In the mean time I would welcome comments and suggestions as regards the first two steps I have summarised above.